What could be My Next Job? Using Flat Information Structures to Generate Creative Future Career Ideas

In a dynamic labor market, it is important to help people combine information and generate creative solutions to cope with complex career challenges. In the present research, we apply the theory of information structure to creative career idea generation and hypothesize that flat information structures—that is, structures in which the information is disorganized—are more conducive to creativity than hierarchical information structures—that is, structures in which information is organized in higher‐order categories. In two experimental studies, participants had to combine career information related to self and work preferences that was presented either in flat or hierarchical structures. We found that flat information structures, compared with hierarchical information structures, led to future career ideas that were more creative on average. Our results suggest that cognitive flexibility explains the effect of information structure on the creativity of career ideas. Theoretical implications and suggestions for career management practices are discussed.     

Commentary on Corradi et al.’s (2019) new conception of aesthetic sensitivity: Is the ability conception dead?

Corradi et al. (British Journal of Psychology, 2019) argue that their new conception of visual aesthetic sensitivity (as responsiveness to aesthetic features in one’s preferences) presents several advantages in comparison with the current ability view of aesthetic sensitivity, usually defined as the ability to judge aesthetic stimuli in accordance with standards (The Journal of Psychology, 1964, 57 and 49). Although the measure they propose is interesting and presents advances to the field, we point to important issues. Notably, the authors conveniently base their comparison between the two conceptions on psychometric double standards, discard a century of research on aesthetic sensitivity by focusing on Eysenck’s speculations, and disguise an extension of already existing aesthetic preference tests (e.g., The Journal of Psychology, 1952, 33 and 199; Empirical Studies of the Arts, 2005, 23 and 165) as a redefinition of aesthetic sensitivity. We conclude that both aesthetic preference and aesthetic sensitivity research are legitimate objects of study, that the authors present interesting ideas to further the study of aesthetic preferences, but that their approach is not new and that its proposed renaming only adds confusion to the field.     

An on-line task for contrasting auditory processing in the verbal and nonverbal domains and norms for younger and older adults

Contrasting linguistic and nonlinguistic processing has been of interest to many researchers with different scientific, theoretical, or clinical questions. However, previous work on this type of comparative analysis and experimentation has been limited. In particular, little is known about the differences and similarities between the perceptual, cognitive, and neural processing of nonverbal environmental sounds and that of speech sounds. With the aim of contrasting verbal and nonverbal processing in the auditory modality, we developed a new on-line measure that can be administered to subjects from different clinical, neurological, or sociocultural groups. This is an on-line task of sound to picture matching, in which the sounds are either environmental sounds or their linguistic equivalents and which is controlled for potential task and item confounds across the two sound types. Here, we describe the design and development of our measure and report norming data for healthy subjects from two different adult age groups: younger adults (18–24 years of age) and older adults (54–78 years of age). We also outline other populations to which the test has been or is being administered. In addition to the results reported here, the test can be useful to other researchers who are interested in systematically contrasting verbal and nonverbal auditory processing in other populations.     

Adaptive and Maladaptive Perfectionism,Adult Attachment,and Big Five Personality Traits

The author examined the role of anxiety and avoidance dimensions of attachment and Big Five personality traits in adaptive and maladaptive dimensions of perfectionism among 604 (377 male, 227 female) Turkish university students. The results of 2 separate multiple regression analyses yielded that adaptive perfectionism was significantly predicted by conscientiousness, openness, and extraversion. Maladaptive perfectionism was significantly predicted by the neuroticism, anxiety, and avoidance dimensions of attachment. The authors discuss the implications, limitations, and future directions for research.     

Job Insecurity and Turnover Intentions: Gender Differences and the Mediating Role of Work Engagement

The present study tests an integrative model that considers differential gender effects for the mediating role of work engagement on the relationship between job insecurity and turnover intentions in a predominantly Muslim country. Job insecurity was divided into two aspects: general concerns about losing one’s job and concerns about losing the privileges (such as career advancement, stimulating work, competence, and pay development) that come from one’s specific job. Data were collected from 309 private banking employees (107 women, 202 men, with a mean age of 33.58) in Marmara region, Turkey. The results of multi-group path analysis partially support the hypotheses. The differential gender effects for the mediating effect of work engagement were supported only on the concerns about losing job privileges→turnover intention linkage, but not on the concerns about losing the job itself→turnover intention linkage. Moreover, the mediating effect of work engagement on the relationship between concerns about losing job privileges and turnover intention was found to be stronger for women than for men. For men, work engagement acts only as a partial mediator, suggesting that concerns about the loss of job privileges exerts its effects on turnover intentions both directly and indirectly. Although the direct effect of concerns about losing the job itself on turnover intention is significant, the indirect effect through work engagement turns out to be nonsignificant for both genders. Our findings are discussed considering the business environment in Turkey as a Muslim country.     

Another Test of Gender Differences in Assignments to Precarious Leadership Positions: Examining the Moderating Role of Ambivalent Sexism

Women face significant hurdles in the attainment of leadership positions. When they do attain them such positions tend to be riskier than those attained by men, a form of bias called glass cliff. This study investigates ambivalent sexism as an individual difference that influences the occurrence of glass cliff. Little research examines individual differences contributing to glass cliff. It is proposed that individuals with high hostile and benevolent sexism are more likely to perceive women to be suitable for leadership of a poorly‐performing organization and men to be suitable for leadership of a well‐performing organization. The sample of our experimental study consisted of 378 students who rated either a female or a male candidate under a poor or good performance condition. We tested our hypotheses using a moderated regression analysis. Both components of sexism impacted how individuals evaluated male and female leaders under different organizational performance conditions. Hostile sexism was the dimension that led to glass cliff. Benevolent sexism had an unexpected effect on leadership choice. The differences between the two types of sexism and the different role each type plays in preference for masculine and feminine leadership are discussed. Leader gender and perceiver's sexist attitudes influence evaluations for leadership positions.     

Analyzing aphasia data in a multidimensional symptom space

The utility of single-case vs. group studies has been debated in neuropsychology for many years. The purpose of the present study is to illustrate an alternative approach to group studies of aphasia, in which the same symptom dimensions that are commonly used to assign patients to classical taxonomies (fluency, naming, repetition, and comprehension) are used as independent and continuous predictors in a multivariate design, without assigning patients to syndromes. One hundred twenty-six Italian-speaking patients with aphasia were first classified into seven classic aphasia categories, based on fluency, naming, auditory comprehension, and repetition scales. There were two goals: (1) compare group analyses based on aphasia types with multivariate analyses that sidestep classification and treat aphasic symptoms as continuous variables; (2) present correlation-based outlier analyses that can be used to identify individuals who occupy unusual positions in the multivariate "symptom space." In the service of the first goal, group performance on an external validation measure (the Token Test) was assessed in three steps: analyses of variance based on aphasia type, regressions using the same cut-offs for fluency, naming, comprehension and repetition as independent but dichotomous predictors, and regressions using the same subscales as continuous predictors (with no cut-offs). More variance in Token Test performance was accounted for when symptoms were treated as continuous predictors than with the other two methods, though use of independent but dichotomous predictors accounted for more variance than aphasia taxonomies. Thus, if we by-pass classical taxonomies and treat patients as points in a multidimensional symptom space, better predictions are obtained. Outlier analyses show that group results depend on heterogeneity among patients, which can be used as a search tool to identify potentially interesting dissociations. Hence this multivariate group approach is complementary to and compatible with single-case methods.     

Relationships between Turkish Eighth-Grade Students’ Oral Reading Efficacy,Reading Comprehension and Achievement Scores on a High-Stakes Achievement Test

The present study aimed to explore the relation between students’ oral reading efficacy, reading comprehension, and academic performance on a nationwide high school placement exam (TEOG). The students were selected from a public middle school. The students’ oral reading efficacy, comprehension, and TEOG achievement scores were obtained to figure out the relations between them. The students’ TEOG results were obtained from the school administration. The findings revealed that there were statistically significant relations between oral reading efficacy, reading comprehension and TEOG achievements. Particularly, students’ reading comprehension and accuracy skills together explained 57% of variance in overall TEOG achievements.     

The role of appearance and motion in action prediction

We used a novel stimulus set of human and robot actions to explore the role of humanlike appearance and motion in action prediction. Participants viewed videos of familiar actions performed by three agents: human, android and robot, the former two sharing human appearance, the latter two nonhuman motion. In each trial, the video was occluded for 400?ms. Participants were asked to determine whether the action continued coherently (in-time) after occlusion. The timing at which the action continued was early, late, or in-time (100, 700 or 400?ms after the start of occlusion). Task performance interacted with the observed agent. For early continuations, accuracy was highest for human, lowest for robot actions. For late continuations, the pattern was reversed. Both android and human conditions differed significantly from the robot condition. Given the robot and android conditions had the same kinematics, the visual form of the actor appears to affect action prediction. We suggest that the selection of the internal sensorimotor model used for action prediction is influenced by the observed agent's appearance.     

The role of leadership perception as a mediator between managers’ self-monitoring and subordinate attitudes

Although the role of social cognition in leadership perception has been emphasized frequently in recent years, research using this approach in an organizational context is rare. This study investigated subordinates’ perceptions of their managers as leaders (that is, to what extent they perceive their manager as a leader) as a potential mediating factor explaining the relationship between managers’ self-monitoring and their subordinates’ attitudes toward their organizations. The study was carried out with middle-level managers (N = 64) and their subordinates (N = 210) from various business organizations in Turkey. Results indicate that subordinates’ leadership perceptions of their managers mediate the relationship between managers’ self-monitoring and their subordinates’ affective and normative organizational commitment. These results provide insight into some of the antecedents and outcomes of leadership perception.